What Do Studies Say About Team Connection - CONNECT For Teams Value

As businesses grow and evolve, it becomes increasingly important for employees to connect around a shared vision. Studies have shown that when employees feel connected to their colleagues and the company's vision, they are more engaged, productive, and less likely to leave. In this blog post, we'll take a closer look at the results of these studies and explore the importance of team connecting in a structured way around company vision, team vision, and career vision.

Firstly, a study published in the Journal of Vocational Behavior found that employees who shared a vision for their careers were more committed to their jobs and more likely to stay with their employer. This suggests that when employees have a clear idea of where they want to go in their career, they are more likely to be engaged and committed to their current job. Companies can help facilitate this by providing opportunities for career growth and development, such as training programs, mentorship, and promotions.

Secondly, a study conducted by the Society for Human Resource Management found that companies with strong career development programs had lower turnover rates and higher employee engagement levels. This indicates that companies that invest in their employees' career development are more likely to retain them. Career development programs can also help employees feel more connected to their colleagues and the company's vision by providing opportunities for networking and collaboration.

Thirdly, a survey of 1,000 employees conducted by LinkedIn found that 86% of respondents said that they would stay with a company for 5 years or more if it offered opportunities for career growth and development. This highlights the importance of career development opportunities in retaining employees for the long-term. Companies can also help employees feel more connected by providing opportunities for them to share their career goals and aspirations with their colleagues.

Fourthly, a study published in the Journal of Organizational Behavior found that employees who perceived their employers as supportive of their career development were more committed to their jobs and less likely to leave. This suggests that companies that prioritize career development are more likely to retain their employees. Providing regular feedback, coaching, and mentoring can help employees feel supported in their career goals and help them feel more connected to their colleagues and the company's vision.

Finally, a survey of 10,000 employees conducted by Gallup found that employees who strongly agreed that their employer provided opportunities to learn and grow were 3.5 times more likely to be engaged at work and 1.7 times more likely to be satisfied with their careers. This highlights the importance of providing employees with opportunities for growth and development. Companies can also help employees feel more connected by providing regular opportunities for them to collaborate and share their experiences with their colleagues.

In conclusion, the results of these studies highlight the importance of team connecting in a structured way around company vision, team vision, and career vision. When employees feel connected to their colleagues and the company's vision, they are more engaged, productive, and less likely to leave. Companies can help facilitate this by providing opportunities for career growth and development, regular feedback and coaching, and opportunities for collaboration and networking. By investing in their employees' growth and development, companies can create a more engaged, connected, and productive workforce.

Sources:

Dobrow, S. R., & Higgins, M. C. (2005). Developmental networks and professional identity: A longitudinal study. Journal of Vocational Behavior, 67(2), 286-308.

Society for Human Resource Management. (2015). Developing and retaining talent: A survey of HR professionals. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/Developing-and-Retaining-Talent-Report-2015.pdf

LinkedIn. (2018). Workplace Learning Report. Retrieved from https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/linkedin-learning-workplace-learning-report-2018.pdf

Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26(2), 155-176.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.